Category Archives: Happiness Matters

Employee recognition: The KISS… method

| Julie Giulioni | 1 Comment Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Recognition may be among today’s most heavily researched leadership and supervision topics. And the results are consistently disturbing: According to studies by Badgeville research, 79% of those who quit their jobs cite lack of appreciation as the main reason. Wichita State University research reported that 81% of employees seldom or never received public praise, 76% seldom or never received written thanks from their managers, and 58% rarely or never received praise from their manager. Gallups’s global research finds that employees around the world consistently express dissatisfaction with feedback and recognition. Making these findings all the more disconcerting is additional research …

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“Not My Decision”: Constructive Responses to Workplace Decisions You Wouldn’t Have Made

| Julie Giulioni | Leave a comment Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Last week, many Americans had a profound experience of what employees encounter routinely on the job: responding to a decision they don’t support but must still live with. In organizations worldwide, strategies are set, markets are selected, tactics are identified…and not everyone agrees with the direction. When confronted with these situations, it’s easy for employees to feel powerless and out of control. Yet no matter the issue or the organizational level (of those deciding or those following in the wake of the decision), what remains well within each individual’s control is how he or she responds. Employees who find the …

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From Team Building to Team Bonding

| Julie Giulioni | 2 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

How much does your organization spend each year to hire, train, support and bring together the right team? How much time is invested in off-sites, ropes courses, style profiles, and other events designed to build team cohesion and results? How happy are you with the outcome? Most organizations invest heavily in activities designed to build teams and support the results they are capable of delivering. But team-building is just a stop on the road to your ultimate endgame. Consistently delivering superior results, quarter after quarter and client after client, demands going farther. It demands team-bonding. Teams that are “built” may …

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Perfectionism vs. Persistence

| Julie Giulioni | 5 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Leaders have a great deal riding on them. Their employees, bosses, customers, and organizations need and expect a lot. For many, this breeds an intense experience of pressure. A belief that there’s no room for error. That everything’s got to be perfect. That they must get it right. For many, this transforms healthy persistence into the unhealthy expression of perfectionism. Perfectionism is a frequently-noted derailer across industries and leadership levels. And it’s damaging to all involved. The perfectionistic leader can experience stress, isolation, procrastination, and risk-avoidance that hurts himself and the business. Those who report to perfectionistic leaders suffer as …

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How Do Your Employees Define Success?

| Julie Giulioni | 1 Comment Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

When employees succeed in their careers, so do their teams, departments, functions and organizations.  As a result, businesses work diligently to develop systems and processes to promote career development; leaders grapple with how to help people reach their goals given structures that are flatter and leaner than ever before. Too frequently though, these efforts are based upon assumptions that may not be accurate for all employees. They center on promotions and pay increases….which, in today’s business climate can be in short supply. But, the good news is that these factors may not play as prominent a role in an employee’s …

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Finding the “motive” in motivation

| Julie Giulioni | 2 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

For decades, management science has concerned itself with researching and developing sophisticated systems for understanding and unleashing employee motivation. In organizations, we’ve experimented with countless combinations of possible solutions to arrive at that magical motivational mix. We’ve tried: Compensation, bonuses, and different takes on doling out the almighty dollar to inspire employees Recognition in a variety of flavors, including verbal reinforcement, physical tokens and reminders, and exotic trips Team structures that support relationships and greater autonomy Enticing work spaces (because what says ‘motivation’ more than a pool table and hanging out with Fido from 9 to 5?) Flexible schedules and …

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Meditation Alone Does Not a Mindful Leader Make

| Julie Giulioni | 1 Comment Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Mindfulness and meditation are quickly becoming mainstream in corporate America. The research is irrefutable that meditation contributes to positive outcomes along countless physical and mental health dimensions. And even the most traditional, conservative public and private enterprises are incorporating mindfulness and meditation into the cultures. Unfortunately, in the process, some confusion has arisen. Some people are confusing the two topics, erroneously believing that they are actually the same thing. But meditation is not mindfulness. It’s helpful to think of mindfulness as the ultimate goal or outcome that many leaders are striving for. It’s a sense of presence, being in the …

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The “Engagement Ring”

| Julie Giulioni | 2 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

You’ve seen the research. Read the reports. Talked to leaders and employees alike. You know that despite our quantifiable understanding of the bottom-line impact of employee engagement, it continues to elude most organizations. The reason engagement is such a sought-after commodity is because it’s a powerful contributor to a cycle that every business wants and needs for long-term success. Here’s how it works: Engagement unlocks discretionary effort. It creates the conditions that encourage individuals to volunteer more of themselves, their time, their creativity, and their talents to the organization. Discretionary effort at its core is a choice people make to …

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Rethinking 1 Key Belief That Erodes Motivation

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Guest post by Susan Fowler This post celebrates the launch of Susan Fowler’s fascinating new book, Why Motivating People Doesn’t Work . . . and What Does: The New Science of Leading, Energizing, and Engaging.  It was originally published on 8/5/2014 at www.leaderchat.org. Can you fill-in-the-blanks on these common workplace belief statements? It’s not personal, it is just ________. The purpose of business is to _____ _______. We need to hold people ___________. The only thing that really matters is _______. If you cannot measure it, it _________ ________. We have embedded these beliefs so deep in our collective psyche that …

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Posted in Happiness Matters, Leadership Matters

Persistence and the Panoramic View

| Julie Giulioni | 4 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

We’ve all read or heard about the inspirational stories of those who persevered through adversity, disappointment, and rejection but tried just one more time… and enjoyed tremendous payoffs as a result. Henry Ford went broke five times before founding Ford Motor Company. Dr. Seuss opened 27 rejection letters before publishing his first book. Walt Disney was fired for having ‘no imagination’. Colonel Sanders endured 1,000+ rejections before his now famous chicken recipe was picked up. Thomas Edison resolutely waded through 1,000 unsuccessful attempts before inventing the light bulb. And they were just that – stories – to me until last …

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